Significant Conflicting HRM Practice
There are so many conflicting HRM practices that are being practiced in our today human resource management practices. HRM is the central point which requires maximum concentration simply because in some instances it acts as the backbone of the organization. One of the greatest practices that conflicts with the required approach is the aspect of HR Own Rights.
In most cases the HRM manager acts in a manner which suggests that he or she has all the required knowledge to perform in that post and no one else is qualified for the same. Most firms have HR managers who do not qualify to be in the position. Experience is one of the most important things an individual should have in the position of HR. most HR department have been unable to decide the exact working duration of an individual, (Dreher & Dougherty, 2007).
Another conflicting HRM practices which is common in the field of human resource. Some organizations do hire unqualified HR managers to help in the firms operations. Most companies fear to out source some services from expert companies. Companies which are being affected with problems of some HR practices should deploy the knowledge.
Individuals who behave in Own right strategy should be made to understand what are the limits of the employee. Firms that are not in a position to employ qualified workers should understand that there are some companies which offer employment services thus offer services which are valid and useful. Strategies should be deployed on determining the best approach of work environment, (Flynn, 2010).
Reference:
Dreher G. F. & Dougherty T. W. (2007).Human resource strategy: a behavioral perspective for the general manager: McGraw-Hill/Irwin, 2001
Flynn, S. M. (2010). Linking Human Resource Strategy and Practice: Troubador Publishing Ltd
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